4 Ways to Promote Authentic DE&I Practices

Abstract

There is no question that the increased focus on diversity, equity and inclusion (DE&I) in the workplace is a positive. Younger generations are demanding more from employers and want them to better reflect the society in which they operate. Companies are responding by adopting policies with plenty of words promising meaningful change. But how much of this talk about DE&I is just that—talk? Despite all the research showing how valuable increasing diversity, equity and inclusion is to strengthening an organization, how many companies are simply going through the motions on DE&I without actually stopping and reflecting on what's wrong, what needs to change and how they should change? So far, the majority of those in the HR industry and beyond aren't quite buying what companies are preaching. Last year, a Yoh survey of nearly 1,000 American workers found that while 30 percent say their company acknowledges important dates related to race, ethnicity or gender (e.g., Black History Month and Women's History Month), their employer doesn't take any specific actions to advocate for the groups being recognized. Worse still, more than one-fifth of workers say their company talks about improving DE&I in the workplace but does not follow through with action.